Policies

THE UNIVERSITY OF CHICAGO LAW SCHOOL POLICIES RELATING TO RECRUITMENT AND CAREER SERVICES

STANDARDS FOR STUDENTS REGARDING THE JOB SEARCH

The University of Chicago Law School recognizes that the majority of its students and graduates (“students”) view employment as a significant outcome of their legal education. The Office of Career Services (“OCS”) is committed to partnering with and supporting students in their job searches. The Law School and OCS expect students to comport themselves with the highest ethical and professional standards at all times, including in the course of their job searches and employment. This document is intended to provide guidance for students on our policies. If you have questions about these or other matters at any time, please contact the Associate Dean for Career Services or an OCS advisor.

A. General Provisions

  1. Students must comply with OCS policies and procedures. In addition to the policies and procedures listed here, additional policies governing specific programs and services will be provided by OCS with program or service information. Failure to comply with the policies and procedures may result in sanctions determined by the Associate Dean for Career Services in consultation with the Dean and the Deputy Dean. Sanctions imposed will be appropriate to the offense.
  1. NALP, the National Association for Law Placement, has developed principles to guide the conduct of employers, students, and law schools in the recruitment process. Members of NALP (including the University of Chicago Law School, other law schools, and many employers) have agreed to govern their behavior in accordance with these principles. As a representative of the University of Chicago Law School, you are expected to comply with the NALP Principles for a Fair and Ethical Recruitment Process.
  1. Missing class for job search-related activities (events, interviews, orientations, etc.) is prohibited at the University of Chicago Law School. As noted in the Student Handbook, “regular class attendance is required as a condition for receiving course credit.”

B. Working with Career Services

  1. Students are expected to work with OCS, read and respond to OCS outreach and emails, and avail themselves of the resources and programs provided by OCS.
  1. Students are expected to treat OCS staff, employer representatives, other students, and others participating in OCS programs with professional courtesy and respect.
  1. Students are expected to notify OCS when they accept an offer of employment and to provide, upon request, additional information needed for the Law School to comply with institutional reporting requirements.
  1. Recognizing the importance of the transition to law school, OCS will not begin offering one-on-one career counseling or application document reviews to first-year students before October 15. (An exception is granted for students applying for 1L summer positions with government employers who have early deadlines because of extensive security clearance processes.)

C. Job Search Materials and Representations

  1. Students must represent their qualifications accurately throughout the job search process.
  1. Students should be prepared to provide resumes to employers. Every item on a student’s resume must be accurate.
  1. Students should be prepared to provide transcripts to employers upon request. Under no circumstances should academic information be falsified, misrepresented, or distorted either in writing or orally.
  1. Students should be prepared to provide writing samples to employers upon request. Writing samples should be original work. Where the writing was drafted with others, the student’s contribution should be clearly identified. Writing samples from law-related employment must be edited or redacted to preserve client confidentiality and used only with the permission of the employer.
  1. OCS will not release information regarding individual students to employers, other than resumes, transcripts, writing samples, or other materials that students provide for this purpose via Symplicity or directly to OCS. OCS will forward any requests for verification of any information concerning a student’s academic status or standing to the Registrar’s Office.

D. Expectations of Professionalism

  1. Students are expected to conduct themselves in a professional manner throughout the employment search process.
  1. Students are expected to treat OCS staff, employer representatives, other students, and others participating in OCS programs with professional courtesy and respect.
  1. Students must honor all commitments they make.

a. Students must attend all scheduled interviews. A student who fails to cancel an interview in accordance with the deadlines and procedures for a particular program will be considered a “no show.” If a student is a “no show,” that student must promptly write an email apology to the employer with a copy furnished to the Associate Dean for Career Services. A subsequent no show may result in forfeiture of future interview opportunities.

b. Once a student has accepted an employment position, that commitment must be honored. The student may not continue to apply or interview for opportunities for the same time period (unless the positions are part-time and both jobs can be held at the same time). After accepting an offer of employment, a student should withdraw from consideration from all other active employment applications.

  1. Students should only interview with employers in whom they have a genuine interest.
  1. Students should reach an understanding with each employer regarding its reimbursement policies prior to incurring any interview expense. If reimbursement is to be made, students should only request reimbursement for reasonable expenses that are directly related to the interview and incurred in good faith.
  1. Standards for the Timing of Offers and Decisions are outlined in a separate section. In addition, students should notify employers of their acceptance or rejection of offers to interview and offers of employment at the earliest possible time. In fairness to both employers and peers, students should act in good faith to promptly decline interviews and offers of employment that are no longer being seriously considered.

  2. Students should promptly report to OCS any concerns about possible misrepresentation, discrimination, or other misconduct by employers.

STANDARDS FOR THE TIMING OF OFFERS AND DECISIONS

To promote fair and ethical practices for the interviewing and decision-making process, the University of Chicago Law School has adopted the following standards for the timing of offers and decisions:

A. General Provisions

  1. All offers to University of Chicago Law School students should remain open for at least two weeks after the date of the offer letter unless the offers are made pursuant to Sections B or D below, in which case the later response date should apply.
  1. Students are expected to accept or release offers or request an extension by the applicable deadline. Offers that are not accepted by the offer deadline expire.
  1. A student should not hold open more than five offers of employment at any one time. For each offer received that places a student over the offer limit, the student should release an offer no later than three business days after the receipt of the excess offer.
  1. University of Chicago Law School students are not permitted to interview during class times. Interviews should be scheduled for a mutually convenient time outside of class and so as not to disrupt students’ studies.
  1. Practices inconsistent with these standards should be reported to the Office of Career Services.
  1. Employers offering part-time or temporary positions for the school term are exempted from the requirements of Paragraphs B and D below.

B. Summer Employment Provisions for Second and Third Year Students

  1. Employers offering positions to students for the following summer should leave those offers open for at least 28 days following the date of the offer letter or until December 30, whichever comes first. Offers made after December 15 for the following summer should remain open for at least two weeks after the date of the offer letter.
  1. If an employer makes an offer to any student before the beginning of the Law School’s on-campus interview program, that offer should not expire until at least 28 days following the first day of the Law School’s on-campus interview program. Chicago’s OCI schedule can be found online here or employers can contact the Office of Career Services at 773-702-9625 or career_services@law.uchicago.edu to determine these dates.
  1. Students should reaffirm these offers within 14 days from the date of the offer letter, if an employer requests such affirmation in its offer letter. Employers that have requested this reaffirmation may retract any offer that is not reaffirmed within the 14-day period.
  1. Students can accept the offer at any time prior to the offer deadline and should strive to make offer decisions in a timely manner.
  1. Employers offering students positions for the following summer and having a total of 40 attorneys or fewer in all offices are exempted from Paragraphs 1-3 of this Section. Instead, offers made on or before December 15 should remain open for at least three weeks following the date of the offer letter or until December 30, whichever comes first, and offers made after December 15 should remain open for at least two weeks.

C. Summer Employment Provisions for First Year Students

  1. To position law students to be as successful as possible, their efforts during the first quarter of law school should focus on their studies rather than on job search activities. Nonetheless, opportunities to learn about professionalism, professional development, and the legal profession are appropriate early in law school, and the University of Chicago Law School welcomes employer participation in student programs focused on professional development and not recruiting.
  1. Prospective employers and first year law students should not initiate contact with one another and employers should not initiate formal one-on-one recruiting contact with students, including applications, interviews, or offers to first year students, before December 1. An exception for earlier recruitment is granted to government employers with extensive security clearance processes.
  1. Interviews should be scheduled for a mutually convenient time outside of class and so as not to disrupt students’ studies.
  1. All offers to first year students for summer employment should remain open for at least two weeks after the date made.
  1. Students may accept the offer at any time prior to the offer deadline and should strive to make offer decisions in a timely manner.

D. Full-Time Employment Provisions

  1. Employers offering full-time positions to commence following graduation to any student previously employed by them should leave those offers open until at least October 1 of the student’s final year of law school, provided that such offers are made prior to or on September 2. Students should reaffirm these offers within thirty days from the date of the offer letter, if an employer requests such reaffirmation in its offer letter. Employers that have requested this reaffirmation may retract any offer that is not reaffirmed within the 30-day period. After September 2 of a student's final year of law school, employers offering full-time positions to commence following graduation to students previously employed by them should leave those offers open for at least 28 days following the date of the offer letter.
  1. Employers offering full-time positions to commence following graduation to any student not previously employed by them should leave those offers open for at least 28 days following the date of the offer letter or until December 30, whichever comes first. Students should reaffirm these offers within 14 days from the date of the offer letter, if an employer requests such reaffirmation in its offer letter. Employers that have requested this reaffirmation may retract any offer that is not reaffirmed within the 14-day period. Offers made after December 15 for full-time positions to commence following graduation should remain open for at least two weeks after the date of the offer letter.
  1. Students may accept the offer at any time prior to the offer deadline and should strive to make offer decisions in a timely manner.
  1. Employers offering students full-time positions to commence following graduation and having a total of 40 attorneys or fewer in all offices are exempted from Paragraphs 1 and 2 of this Section. Instead, offers made on or before December 15 should remain open for at least three weeks following the date of the offer letter or until December 30, whichever comes first, and offers made after December 15 should remain open for at least two weeks.

E. Public Service Extensions for Second and Third Year Students

  1. Students may request that a law firm employer extend the deadline to accept the employer’s offer for summer or post-graduation positions until as late as April 1 if the student is actively pursuing positions with public interest or government organizations. Students may hold open only one law firm offer in such circumstances. Employers are encouraged to grant such requests.